INJURY POLICY Sample Clauses

INJURY POLICY. If throughout my programme at the Creative Academy/University of West London BA (Hons) Dance – top Up I am unable to complete any assignments through injury I accept I will have to either re-take/re-sit assignment or find alternative methods of assessment with agreement from the module tutor and the Creative Academy Manager. If the Injury lasts longer than 2 weeks I will need to complete a mitigation form, enter into the mitigation process with University of West London/Creative Academy and provide medical evidence to the mitigation board/Creative Academy. I am responsible for taking care of my health and well being as required of a dancer during this programme. Creative Academy offers a injury rehab scheme it is the student’s responsibility to contact the Creative Academy and sign up (this is a discounted Physiotherapist/Chiropractor/Pilates one to ones with Creative Academy agreed practices). No heat/cold packs will be provided from the Creative Academy office.
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INJURY POLICY. The physical demands required in the performance of any sporting activity may subject an athlete to unanticipated or unforeseen injuries. Looney’s makes every effort possible to train our players properly with the hope of avoiding injury, but in today’s lacrosse environment injuries are often unavoidable. While injuries occur, regardless of their timing, our costs per team remain the same. Even if players are injured, our expenses for practices and selected tournaments remain the same. Additionally, our coaching expenses also remain permanent irrespective of the number of players attending practice. We hope you understand Looney’s position in regards to these unfortunate circumstances which may be experienced by the family of an injured player. Our organization is NOT just about the business of lacrosse. We feel that lacrosse should be one part of a student athlete’s middle and high school experience, and not the focus of it. Competing in other high school sports, meeting the demands of school course loads, and having free time to spend with family and friends is often more important in shaping a player’s character than just playing lacrosse year round. Looney’s emphasizes the ability of a player to lead a balanced life because experience tells us that colleges appreciate the well-rounded student-athlete. Therefore, we strive to strike that balance with our level of tournament and practice participation. Looney’s also knows that family involvement not only makes the experience more enjoyable but is a necessity if the young lady is going to continue her lacrosse career into the collegiate ranks. Therefore, we strive to have all family members involved with our organization to provide positive support and share in their daughter’s successes on and off the field. By signing below, I have read and understand all of the conditions and obligations set forth in this legal binding contract. Signature – Parent / Guardian / Player Date Signature – Parent / Guardian / Player Date
Sample 1
INJURY POLICY. In order to receive a partial refund of dues paid due to an injury, 1) the player must have been injured while playing or practicing as part of an IDAHO JUNIORS UNITED FC sanctioned event, and 2) the player must have missed four (4) or more months of the club season (the high school season does not count as part of the club season). Int.
Sample 1
INJURY POLICY. If a Cheerleader is injured during the course of the season, and then must sit out because of the injury, the Cheerleader will be required to have a doctor/physical therapist/head athletic trainer notify the Coach stating the nature of the injury and length of inactivity. The Cheerleader will be required to continue with treatment sessions as well as home-therapy, per medical orders. Prior to rejoining practice/performance, the cheerleader must obtain approval from doctor/physical therapist/head athletic trainer with any limitations clearly given. The Coach reserves the right to determine the Cheerleader’s alternate during the time of absence.
Sample 1
INJURY POLICY. If Xxxxxxxxxxx is injured during the course of the season, and then must sit out because of the injury, Xxxxxxxxxxx will be required to have a doctor/physical therapist/head athletic trainer notify Coach stating the nature of the injury and length of inactivity. Prior to rejoining practice/performance, Xxxxxxxxxxx must obtain approval from doctor/physical therapist/head athletic trainer with any limitations clearly given. It is also understood that if Xxxxxxxxxxx is instructed to see an athletic Trainer, Xxxxxxxxxxx will follow instructions promptly. *The school and Coach assume no responsibility for an accident or injury that might occur at school, during an event, or away from the school grounds. GRADES AND ELIGIBILITY Cheerleader must be passing 5 out of 6 classes and be on track for graduation to maintain cheerleading eligibility. Routine grade checks can and may occur during the season. UNIFORM AND APPEARANCE Cheerleader must maintain a professional appearance while representing AHS and the cheerleading program and adhere to the following: -Nails must be kept short (fingertip-length) with natural or school colors only (French, pale pink, etc.) on game days. -During games, hair will be worn off the Cheerleaders’ faces and in a ponytail. -Both male and female Cheerleaders will be required to remove (not cover up) all body jewelry while in practice or in uniform at a game or an appearance. *Noncompliance may result in suspension from cheerleading activities or dismissal from the squad. The uniforms are expensive and must be taken care of with respect for the next Cheerleaders to wear them. Cheerleaders will be required at the end of the season to have their uniforms cleaned and returned in the conditioned they were issued. Cheerleaders will be responsible for replacing any uniform that is misplaced or damaged. Under no circumstances is another student allowed to wear any part of a cheerleading uniform that wasn’t issued to them. CELL PHONES Cell phones may not be used during practices or games unless in the case of an emergency. If Cheerleader has something that calls for immediate attention, please talk to your Coach first. Cheerleader may use a cell phone during half-time of games, but once the game resumes it must be put away. TRANSPORTATION Cheerleader are required to ride the bus to and from school functions. CHAIN OF COMMAND Xxxxxxxxxxx is directly responsible for his/her performance and behavior. If at any time Cheerleader needs to discuss problem...
Sample 1
INJURY POLICY. If the injury is short term (3 months or less), no REFUND will be provided. If the injury is long term (more than 3 months) medical proof must be provided and a meeting will be held to determine a possible refund. Westside United reserves the right to hold any player card due to non-payment for any reason. Any injury must be reported to the coach and DOC. Any adjustment or refund of fees will be discussed and approved by the Board.
Sample 1

Related to INJURY POLICY

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

  • Injury Pay If an employee is injured on the job and his supervisor excuses him from further duty for the balance of his shift, the employee's regular rate of pay shall continue for the balance of that shift and there shall be no deduction from sick leave or other credits.

  • Safety Policy Each employer is required by law to have a safety policy and program. TIR will ask for and may require a copy of that policy and program.

  • Confidentiality Policy The purpose of BCBSM's Confidentiality Policy is to provide for the protection of the privacy of Members, and the confidentiality of personal data, and personal information. BCBSM's Policy sets forth the guidelines conforming to MCLA 550.1101 et seq. which requires BCBSM's Board of Directors to establish and make public the policy of the Corporation regarding the protection of the privacy of Members and the confidentiality of personal data. In adopting this policy, BCBSM acknowledges the rights of its Members to know that personal data and personal information acquired by BCBSM will be treated with respect and with reasonable care to ensure confidentiality; to know that it will not be shared with others except for legitimate business purposes or in accordance with a Member's specific consent or specific statutory authority. The term “personal data” refers to a document incorporating medical or surgical history, care, treatment or service; or any similar record, including an automated or computer accessible record relative to a Member, which is maintained or stored by a health care corporation. The term “personal information” refers to a document or any similar record relative to a Member, including an automated or computer accessible record, containing information such as an address, age/birth date, Coordination of Benefits data, which is maintained or stored by a health care corporation. BCBSM will collect and maintain necessary Member personal data and take reasonable care to secure these records from unauthorized access and disclosure and collect only the personal data necessary to review and pay claims for health care operations, treatment and research. BCBSM will identify routine uses of Member personal data and notify Members regarding these uses. Enrollment applications, claim forms and other communications will contain the to Member's consent to release data and information that is necessary for review and payment of claims. These forms will also advise the members of their rights under this policy. Upon specific request, a Member will be notified regarding the actual release of personal data. BCBSM will disclose personal data as permitted by the Health Insurance Portability and Accountability Act of 1996, Public Act 104-191 and the regulations promulgated under the Act and in accordance with PA 350 of 1980. Members may authorize the release of their personal information to a specific person. BCBSM will release required data pursuant to any federal, state or local statute or regulation. For civil and criminal investigation, prosecution or litigation, BCBSM will release requested data to the appropriate law enforcement authorities or in response to appropriate legal process.

  • Harassment Policy It is the policy of CUPE as an Employer to ensure that the working environment is conducive to the performance of work and is such that employees are not hindered from carrying out their responsibilities. The Employer considers harassment in the work force to be a totally unacceptable form of intimidation and will not tolerate its occurrence. The Employer will ensure that victims of harassment are able to register complaints without reprisal. Harassment is a form of discrimination and includes personal harassment. Harassment shall be defined as any improper behaviour by a person which is offensive to any employee and which that person knows or ought reasonably to have known would be inappropriate or unwelcome. It comprises objectionable conduct, comment or display made on either a one-time or continuous basis that demeans, belittles or causes personal humiliation or embarrassment to an employee. The parties to this Agreement will work together to ensure that all employees, and CUPE members understand their personal responsibility to promote a harassment-free working environment. Appendix “U”, herein below shall be followed respecting matters referred to directly herein.

  • Injury Pay Provisions An employee who is injured on the job during working hours and is required to leave for treatment or is sent home for such injury, shall receive payment for the remainder of his/her shift, without deduction from sick leave.

  • Injury Pay Provision An employee who is injured on the job during working hours and is required to leave for treatment or is sent home for such injury shall receive payment for the remainder of her shift without deduction from sick leave.

  • INJURY LEAVE In the event an unusual circumstance exists regarding the original six (6) months of injury leave, and the employee did not use injury leave hours due to the injury or did not lose work time, the Fire Chief with the approval of the Human Resources Director may extend such injury leave. However, under no circumstances shall the total time granted be greater than twelve (12) months of injury leave, or an actual six (6) months of lost work time because of the injury.

  • Workers' Compensation Supplement Where a regular Grid A full-time employee is qualified for Workers' Compensation, the Employer shall make up the difference between the employee's regular straight time earnings at his or her regular hourly rate of pay and what he or she receives from the Workers' Compensation Board for the first three (3) scheduled working days of absence from the job. This is to be taken out of the Sick Leave credits of the employee if such credits exist. Otherwise, the Employer shall pay this amount. Thereafter, the Employer shall make up the difference between ninety percent (90%) of the employee's net straight time earnings based on his or her regular hourly rate of pay and what he or she receives from the Workers' Compensation Board for a period of up to thirteen (13) weeks from the first (1st) day of absence due to injury on the job. Part-time employees shall be entitled to use their Sick Leave accumulation for make-up to one hundred percent (100%) for the first three (3) scheduled working days of absence. In the event the Workers' Compensation Board challenges initial coverage, or after going on W.C.B. benefits, the Workers' Compensation Board terminates such benefits because the Board has decided that the employee's disability is no longer related to the compensable injury, the Employer will pay the Workers' Compensation Board portion and an amount equal to the difference between ninety percent (90%) of the employee's net straight time earnings and the Workers' Compensation Board portion for a period up to thirteen (13) weeks as an advance until the matter is decided. If the claim is later allowed by the Workers' Compensation Board, the Employer will be refunded that portion of the advance paid by the Workers' Compensation Board either directly from the Board or, if not possible, from the employee. At the Employer's option, the employee will pursue the Appeals Procedure under the Workers' Compensation Board.

  • Confidentiality Data Protection The terms and conditions of this Agreement are confidential and may not be disclosed to or discussed with anyone except as permitted. Confidential information may include: any trade/business secret, technical knowledge or know-how, financial information, plans, customer/client lists, your customer information or data, your customers’ accounting or financial information, your customers’ tax information, your customers’ miscellaneous information, supplier information, pricing policies, fee structure, standard operating procedures, protocols, marketing data and/or promotional techniques, product data, purchase information, sales policies, employee lists, policies, computer records, computer access codes, plans and programs, any formula pattern or compilation of information, used during this Agreement, or any of its/ their clients. Confidentiality will exist regardless of whether such information is received by you under a validly executed confidentiality Agreement or not, or which is disclosed (whether in writing, delivery of items/ reports, manuals, verbally, visual representation, inspection of tangible objects, on office or site visits, or by any other means and whether directly or indirectly) whether before or after the date of this Agreement. Confidential Information may include “Proprietary information” as defined from now on. Each party shall honor the confidentiality and data protection of the other party’s “Confidential Information” and shall not disclose such information to any third party without the prior written consent of the confiding party. Neither party shall disclose any of the terms of this Agreement to assigned remote staff or any of other employees or affiliates, except the appointed Account Manager and person signing this Agreement on our behalf. To protect the Confidential Information, both the parties now agree and undertake to keep secret and treat as confidential all Confidential Information described above. Neither party shall use any Confidential Information at any time, either during this Agreement or after the termination of the Agreement, for any purpose other than in the ordinary course of business and furtherance of the confiding party’s interest. We may not be permitted to use your name as our client in any marketing literature, brochures, or for any private reference unless you permit it.

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